職位特質與任用需求對多國企業子公司高階主管任用決策之影響－－以臺商投資中國大陸為例

The Impact of Position-Specific Factors and Staffing Orientation on Staffing Decisions for High-Level Managers at Subsidiaries-The Case of Taiwanese Firms in China

本研究係由職位特質出發，探討多國企業如何訂定海外子公司高階主管之任用決策。本研究透過文獻探討與個案訪談方式，建立研究架構，並將任用需求區分為信任需求及當地連結需求兩構面。本研究以問卷調查方式驗證職位特質與任用需求之關連性，並進一步探討任用需求對多國企業對地主國子公司高階主管任用決策之影響。以至中國大陸投資之臺商為研究對象，本研究發現：（ 1 ） 職位特質對多國企業信任需求及當地連結需求其影響力；（ 2 ） 當信任需求高時，多企業傾向任用外派者擔任子公司高階主管；（ 3 ） 當地連結需求高時，多國企業傾向任用地主國籍之主管。

This article discusses the staffing decisions of MNEs from the point of position-specific factors. Classifying staffing-orientation into trust-need and local linkage-need after reviewing related studies and cases, this study investigates the relationship between position-specific factors and staffing-orientation by a mail survey. In addition, the impact of staffing-orientation on staffing decisions for subsidiary managers is examined. Empirically testing the proposed hypotheses for Taiwanese subsidiaries in China, this study finds that: (1) position-specific factors are closely related to trust-need and local linkage-need; (2) trust-need makes a MNC to adopt expatriates as high-level managers at subsidiaries; and (3) higher local linkage-need of a MNC is associated with a higher tendency to recruit nationals as subsidiary managers.